Leadership Means You Have to Trust and Let Go

executive leadership blog

As I have discussed before, a leader wears many hats but the hat that maybe most important for a leader to find and wear every day is the hat of empowerment. I think there are few management books or articles that you can pick up today that don’t quickly talk about empowerment but what really is empowerment? My simple view of this broad reaching management term is the trust and belief that you have or develop in your people that allows you to feel comfortable in giving them the authority to make decisions. A business can only be as good as its speed to address its issues and opportunities. Empowerment allows and expects employees to make decisions to deal with the needs of the business on a real time basis versus waiting for the problem to be escalated through a series of reviews in the organization.

Does that giving of the authority to make decisions make you as the reader anxious? I think it probably does if you are a person who thinks only you have the correct answers. Also, if you are the type of person who just does not like mistakes you probably cringe at the thought of empowerment as I described it. However, I contend the organizations with the best performance over the long haul are those where the leader is not afraid that the decisions in the business can and should be made at the level closest to the problem and understand that sometimes those decisions/ actions will not be mistake free, but if you can see those as an investment in ownership, retention, excellence and business speed, I think your business will be head and shoulders above your competition in many ways!

Are people free to say what they think in your company in a constructive format? Well a funny thing happens when you get to this level of openness and empowerment and that is people will tell you what they really think and feel about the processes, the customers, the product performance and the go to market strategies that are engaging them to not only perform but THINK! As I have said before, I don’t believe anything is more important than getting your people to “bring their brain to work and use it!” I will talk further in the next blog about the details surrounding empowerment and accountability as they go hand in hand. I hope you will see that I think it is about ownership not how many rules you d=create that will drive real business success!

Share

Getting The Right People Is A Constant Aspect Of Transformation

leadership-coaching-mentoring

Have you noticed the average age of many of the professional sports players? Since I so often talk about football, let’s talk about the point I am making in another sports profession, major league baseball. It is not hard to notice if you follow major league baseball that only a handful of players are still going strong MLB after 35 years of age. The reason for this is that the players not only age and get somewhat slower in running, pitching or seeing the ball to hit but they must face year after year the onslaught of more young very talented players who would give anything to make the team and take their job. This competitive threat keeps the older player hustling for all he is worth and it motivates the younger player to believe that his talent maybe just enough to facilitate a change this year.

As I have taken over various businesses or even organizations within businesses when I was a younger leader, the first and most important task for me was to evaluate my players and decide if they could play for me and continue as the player in their current role. For the most part, the people that I have inherited have been good people who were doing their best in their role as the organization was defined and expecting at that point. What was more important to me was not their past but were they ready to play on a team that needed to make significant changes to become a real winner in its market place. I don’t mean in this message that the people in the current roles can’t play on your team and win. In fact, I have had many do just that and they have become people that I have called on to go to other opportunities with me to lead even bigger changes, but I will tell you that many just could not make the team because the playing field and requirement to lead were changing beyond their capability or desire to change.

I do believe that in some cases there are other roles for these people who can’t play at the level you need going forward with your new business objectives and that can be both within and outside the company. I believe to some this blog will sound perhaps too tough and a bit uncaring but that is far from the message I want to impart. I believe in coaching. I believe in second chances. I believe in rewarding people who really try but just can’t quite make the grade. However, I also believe with all my heart that the right people will only stay and play like all-stars for you if you build an environment that everyone who plays on that team must have those right qualities with no exceptions. At some point in the future I will write further about how to evaluate and continue to motivate these all-stars so you don’t lose them to another team.

Share

Catch Randy Dobbs Speaking on Transformational Leadership on Strategy.com 12/02/10

leadership coaching

Be sure to listen to Randy’s interview on www.strategydriven.com this Thursday 12/02/10. Randy will be discussing his book “Transformational Leadership” and discussing how to increase revenue and earrings through his proven leadership techniques. Be sure to tune into http://www.strategydriven.com and look for episode #53.

If you are unable to make it on 12/02/10 the link to this podcast will be put up on this site by 12/03/10 at the following location: http://dobbsleadership.com/about/media-room/.

Randy Dobbs the author of “Transformational Leadership” has a proven track record of turning around business through operational changes. Randy’s leadership style uses persistence, communication and empowerment to turn around businesses and increase revenues, earnings and morale.

Share

If You Really Want To Win—You Must Have The Passion

leadership mentoring

Fall is my favorite time of the year and I hear that from many people driven primarily by the cooler weather, beautiful Fall colors, and the many local Fall festivals. All these things seem to resonate with so many people this time of the year. But, I have to tell you that my real love for this time of the year is truly driven by the return and excitement that comes from College football! I rarely watch a professional football game in its entirety on a Sunday afternoon. However, on Saturday afternoon and evenings I am truly consumed with many of the college games even though they may not be my home team. The primary reason that I am so consumed with college football is because of the passion that the young college players and their coaches bring to the game!

I believe that the same ingredient, passion, is clearly the differentiator for a business leader (coach) and his ability to get his team to both see, embrace and work to drive the business vision to success. As I am sure you have heard many times before, you have to “win their hearts and minds.” What this means as it relates to your organization, is that they must be able to see more than your thoughts about the vision for your business. They must see the passion which comes from the heart and that you have a true conviction for the future of both the business and the people in the business that you believe can be achieved.

In my opinion, a great college football coach gets the best from a bunch of players with varying levels of talent because he finds a way to ignite their passion for winning and performance excellence as a team. If you as a leader don’t have a visible passion for your vision and business direction, how can your organization get excited about a future that they don’t control? If you can communicate and demonstrate your passion, your organization will more quickly understand where you are taking the business and why it is right and deserves their buy-in. If they see a heart and soul commitment, they will follow and help drive your vision to reality!

Share

Randy’s Blog

Good Leaders Do Not Manage Change……They Lead Change!

As I mentioned in my last blog, I have had several interesting consulting engagements recently and they have provided me some great experiences to … [Read More...]

Motivational Leadership Speaking Motivational Leadership SpeakingRandy continues to be an exciting motivational leadership speaker, which has been his passion for over 25 years. He honed his skill as a motivational speaker and business coach working at GE under the tutelage of Jack Welch. From line supervisor to President & CEO, Randy has successfully lead individuals through his specific motivational methods that produce tangible results. Randy is personable, authentic, and driven. He has a speaking ability that motivates and energizes individuals to achieve beyond their potential.
Executive Leadership Mentoring Executive Mentoring & Leadership ConsultingRandy Dobbs is a proven CEO with strong operational/execution skills who has demonstrated success in fix-it situations. Randy has been a mentor for over 30 years helping individuals, senior leaders, to CEO’s at GE, Phillips Medical, USIS and wcasportfolio companies. Randy was trained in mentoring while at GE and subsequently pushed to train all the top leaders in Philips and USIS while implementing mentor programs at both organizations.Randy mentors/coaches CEO’s and some of their direct reports today in his current role.
Buy Randy’s book “Transformational Leadership” Transformational Leadership

Sharing personal experience and practical business blueprints, Dobbs takes the reader on a journey through the transformational process. Leaders working in organizations of various sizes--and facing diverse challenges and opportunities--will find Dobbs' ideas transformative, personally as well as professionally. This is a book for persons who want to be change agents within their respective organizations. It is for all who want to make a difference for themselves and their coworkers.